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Posted: 17 Aug 2011 04:29 AM PDT  I have worked in the recruitment industry for ten years now, and have been in the workforce for well over thirty years. I love to work; I have always loved starting new jobs and have never really minded the application/interview/offer/negotiation process. Each company or individual with whom I have gone through this process has been great and I have had only good experiences. And do you know why? Because I only applied to jobs for which I was qualified. This seems to be a rarity these days as I field seemingly endless incoming resumes and applications for various positions. We hear an incredible amount of talk these days about The Candidate Experience and making sure candidates are well taken care of. Frankly, I am sick to death of recruiters and hiring managers not being taken care of. Yes, this is a sound off, yes, I am a bit perturbed as I sift through the fifty plus resumes in my inbox, of which only three belong to somewhat qualified candidates. I am shaking my fist and ready to fight for Recruiters' Rights, for Hiring Managers' Freedoms. Every recruiter and hiring manager has the right to receive resumes and applications from smart, qualified candidates – candidates who understand the position for which they are applying. Recently, a hiring manager, who also happens to be the CEO of a small tech company was looking to hire a junior developer – a junior techie. Sadly, several applications and resumes later, only one seemed remotely close to a fit at first glance-over. The CEO conducted a phone interview – the candidate was merely alright. Merely. But somehow, through some convoluted and clandestine search of his own, this candidate got a hold of the CEO's cell number and his home number and proceeded to call incessantly, one afternoon chalking up eight calls in two hours! And that was all it took. This hiring manager's freedoms had been violated; he had not led the candidate on – he had told him that others were to be interviewed before a next step would be discussed. Recruiters and hiring managers have the right to qualified candidates. It is their job to be discriminatory, saying no to many and yes to one. When a candidate with no evident applicable skill or visible propensity for a particular job applies, are the applicants un-smart? Are they stubborn? Are they non-savvy? Are they delusional? Are they a pain? Some or all of the above are correct. And these are not attributes a hiring manager looks for in a new employee. Unqualified candidates…, hello out there… You are not owed an interview if you are without qualifications for a position. I wonder if you are even owed an email back saying you are not getting an interview. If you are unqualified and cannot prove a reason for consideration, how could you possibly prove a reason for hire? When unemployment is high, there is going to be an inordinate amount of applicants streaming in. Not every position warrants nor should it require direct recruitment (headhunting). Recruiters or Hiring Managers who use job boards or social channels should not be subjected to a bad recruiter experience because they spread the news via the internet or (gulp!) classified ads in a newspaper. I have always taken care of candidates who have been interviewed, calling them back to tell them no is one of the hardest parts of my job, but I do it. Why? Because I should, it is the decent thing to do. Quick question, how long do you have to pay it forward? That’s what I thought…  Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology. She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs. Connect with her on LinkedIn.  |
Posted: 17 Aug 2011 04:17 AM PDT  As part of my mission in training and teaching people on how to leverage social media for their business including human resource professionals, I'm writing several foundation social media topics over time. This is one of those posts for the ToolBox HR resource site. A QR Code stands for Quick Response Code and is essentially a bar code that can be quickly and inexpensively made allowing smart phone users to scan the code to provide access to anything within the confines of the internet. This QR Code can be directed to any website, internet page, and even your mobile campaign. Similar to a scanner at the grocery store, you can scan the QR Code and be redirected to a web page without fumbling with your fingers on that small mobile keypad. Creating a QR Code is almost as simple as it is to use them. The internet offers an array of free QR Code creators that offer analytics and even options to change the website url of your QR Code later on. One of my favorite websites for creating QR Codes is Delivr. You can create a stand alone QR Code or register an account that offers different options and in a number of different formats like jpg or png making it easier for your graphic designer.  But before you begin creating QR Codes to your heart’s content, it’s important to consider the level of engagement a QR Code offers your end user. A boring old mail piece can be transformed into an opportunity to interact with the receiver in a new and exciting way. Except that I’ve never received a promotional mail piece that is new or exciting with or without a QR Code. Many QR Codes link directly to a website with no real call to action, lead capture, or conversation. That’s where the novelty and conversation of temporary QR Code temporary tattoo comes in. And why it’s so very important.Earlier this year, I was racking my brain looking for an inexpensive and creative way to leverage swag and promotional materials at the various conferences and events I travel to using mobile technologies like the QR Code. It dawned on me that the what makes a QR Code really powerful, isn’t the scanning of the code but the novelty of the code itself. And what’s more novel than a temporary tattoo with a QR Code? It also encourages fun, conversation, and temporarily brands the user. Genius! So for a minimal amount of money I purchase a couple thousand temporary tattoos with custom QR Codes leading directly to this blog, Blogging4Jobs. The tattoos created teaching moments and opportunities for conversation not just for myself but those who proudly branded themselves with my tattoo at the event. In fact, it’s become a signature piece of my marketing and promotional plan for the remainder of this year. What are some exciting ways you and your company are using QR Codes? Learn more about QR Codes for Recruiting & HR as well as ways Job Seekers can leverage QR Codes to stand out.  |
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